A Guide to Maternity Leave Policy: Nurturing The Future

Women of today are succeeding in all fields, assuming control over men and becoming essential providers of a family.

Regardless of succeeding extraordinarily in their separate professions, women are considered as bearing the obligation to do all the family work and deal with youngsters.

Notwithstanding, the circumstance becomes distressing fundamentally at the hour of pregnancy, as with a youngster, overseeing professional Work takes trouble.

Previously, there have been situations where women have been terminated from Work attributable to pregnancy.

Be that as it may, with evolving times, things have changed, and today women are qualified to take a paid maternity sacrifice for 26 weeks.

Eventually, one of your representatives might have to get some much-needed rest when conceiving an offspring. You should make and carry out a maternity leave strategy before that occurs.

Be that as it may, before you can lay out your approach, get to know and follow maternity leave regulations.

What Is Maternity Leave Policy?

Maternity leave is time off for new moms to focus on their infants. Most organizations allude to maternity leave as parental leave.

Parental pass-on permits the two moms and fathers to get some much-needed rest following the birth or reception of a kid.

Maternity leave can be paid or neglected, contingent upon state regulations and your business approach.

  • Maternity leave is a paid time away from work that permits female representatives the advantage of dealing with their recently conceived, holding their positions, and benefiting from paid leave.
  • The government’s Maternal Leave program is a planned drive for eager moms. The Maternity Leave Demonstration of 2017 lays out a timeframe for pregnant female representatives to be on leave to support the mother and the child. Subsequently, female workers will get more advantages.
  • This Act likewise determined the different sorts of maternity leave, and managers gave benefits accessible to women in the business and public areas.
  • This is a “completely paid leave” accessible to a functioning pregnant woman or nurse to focus on herself and her kid. This 2017 change fundamentally alters the past Maternity Act of 1961 and applies to undertakings and manufacturing plants with at least ten representatives, whether coordinated or disorderly.
  • This permits them to focus on the infant while working for the association. During this time, the mother is qualified for full payment.
  • Thus, maternity leave is a paid leave strategy in light of many models that female representatives should meet for their case to be substantial.

Maternity Job Rights

The Maternity Act was first settled in 1961, known as the Maternity Advantage Act 1961, guaranteeing that women workers can take paid surrender to 12 weeks post the conveyance of the infant.

Be that as it may, in 2016, the Maternity Act was revised, after which the quantity of paid leaves was expanded to 26 weeks.

Employment Rights Act Maternity Leave new regulation changes

  • Expanding the term of paid maternity leave from 12 weeks to 26 weeks
  • The law qualifies those functioning in the association for around 80 days.
  • Pre-birth leaves have additionally been expanded from 6 weeks to about two months.
  • Women who are, as of now, have two children are qualified to get 12 weeks of maternity leave.
  • In the event of the reception of a youngster younger than 90 days, women representatives can disappear for as long as 12 weeks.
  • The maternity leave payment will be made in light of the typical day-to-day wage for the time of nonappearance.
  • Notwithstanding 26 weeks of paid leave, the clinical reward of money ought to be given.
  • Pregnant women and lactating moms are qualified to get remuneration.

A Significant Element Of The Bill:

  • As per the new revision, it gives a reception leave which can be authorized upto 12 weeks from the taking of the kid’s guardianship. The demonstration likewise permits 12 weeks for would-be moms. Appointing moms to treat their eggs to make a developing organism and embed it into one more individual for brooding. They fundamentally consider it through a substitute.
  • The working lady who has taken maternity leave will be given at least 80 days’ compensation in the year preceding her expected date. The normal pay of the laborers will determine the sum payable. Aside from this 12-week compensation, she is qualified for a reward of money. If the business has doled out no clinical consideration, she is qualified to get a reward.
  • Female government workers are permitted 180 days of maternity leave for their initial two conceived youngsters. Premature delivery permits nursing women to remain at home for a long time.

What Discrimination Does Pregnancy Have In The Workplace?

Pregnancy discrimination incorporates all types of horrible treatment during all periods of business interaction. For example, bosses aren’t permitted to find out if they anticipate having a family.

Furthermore, laborers and occupation searchers are not obliged to unveil any such data whenever.

There are three primary sorts of pregnancy-based separation:

  • Separation during the employment system
  • Separation during pregnancy
  • Separation after getting back to Work

Negative treatment of laborers due to pregnancy could involve terminating a pregnant specialist, fighting back against them, or keeping them from getting much-needed rest.

Suppose a representative is dealt with more regrettably than different workers since they are pregnant or because they have mentioned paid or neglected leave because of their pregnancy. In that case, this sort of conduct additionally considers separation.

Separation During the Employing System

Employing directors can’t ask about an individual’s pregnancy status. As per the Pregnancy Discrimination Demonstration of 1978, it’s against the law to find out if they anticipate having kids from here on out.

Whether they are noticeably pregnant during a prospective employee meeting, the recruiting chief or would-be business can’t consider this while settling on an employment choice.

Pregnancy, labor, or pregnancy-related clinical issues can’t legitimately influence an individual’s quest for Work.

Be that as it may, workers can get information about the organization’s insurance inclusion, representative support agreement, and maternity leave contracts.

In certain states, it would be really smart to get information about the organization’s momentary handicap inclusion since it can apply to pregnancy.

Discrimination of Laborers During Pregnancy

Representatives are not expected to educate their bosses regarding their pregnancy except if they require any pregnancy-related benefits, including unique facilities or maternity leave.

For this situation, they need to uncover their pregnancy and sometimes give a specialist’s note as evidence of their condition.

Sensible Convenience

If a specialist experiences a high-risk pregnancy or can’t perform specific undertakings because of pregnancy-related clinical issues, the business is legally necessary to give sensible convenience.

The business is committed to giving pregnant laborers similar advantages they provide to laborers with incapacities or diseases.

For instance, if a pregnant lady should remain during work hours to play out her errands, she can demand a seat to keep working on the off potential for success which becomes troublesome.

Pregnant laborers can likewise demand to be absolved from risky exercises like truly difficult Work and openness to dangerous materials.

Maternity Leave (or Parental Leave)

In many states, maternity leave reduces momentary handicap leave furnished to any remaining laborers with inabilities.

Maternal leave can either be paid or neglected, contingent upon the state and the pregnant representative’s qualification under the Government Family and Clinical Leave Act (FMLA).

Under the FMLA, businesses must keep up with healthcare coverage benefits for pregnant laborers. This incorporates inclusion for pregnancy, labor, or any additional pregnancy-related clinical issues.

Pregnancy-Related Provocation

Pregnancy-related provocation is any repeated or extreme negative treatment of a lady in light of her pregnancy, labor, or pregnancy-related medical issue.

Businesses, chiefs, bosses, partners, and even clients or clients, can be generally viewed as harassers. Under the Pregnancy Discrimination Act, any such way of behaving is unlawful.

Pregnancy Discrimination After Getting back to Work

Bosses can’t change the work/job of the pregnant representative. The main exemption would be advancements or places that would be more sensible, accompanied by equivalent or more significant compensation contrasted with the past position.

  • The Pregnancy Discrimination Act (PDA) restricts separation in all parts of the business, including recruiting, terminating, advancement, pay and other work benefits. It forbids strategies that breakpoint or keep women from going about responsibilities because they are pregnant or of childbearing age. It additionally precludes approaches that influence women differently since they are pregnant or ready to become pregnant.
  • The PDA covers work environments with at least 15 representatives. Assuming that you work for an association with less than 15 representatives, check with your territorial Division of Work Women’s Department office to see if there is a state or local office that can help you.
  • You can’t be terminated for recording a grumbling against your manager if you accept they have disregarded the Pregnancy Separation Act.
  • You can’t be circumvented for advancement since you’re pregnant.
  • If you take pregnancy or maternity leave, your boss should hold your Work open for a similar measure of time. A position would be held open for an on representative leave as a result of disorder or inability.
  • You don’t need to let potential or current bosses know that you’re pregnant. A business can’t decline to employ you given your pregnancy, for however long you can play out the gig. A business can’t inquire whether you are pregnant or want to have kids.
  • You can be dealt with diversely based on where you work if you’re pregnant and unmarried. A few courts have held that strict associations or ones working with youth might oppress representatives who disregard the associations’ standards denouncing early sex. Nonetheless, these businesses would have to exhibit that they don’t treat men who participated in early sex uniquely in contrast to women. Be that as it may, at most associations, pregnancy-related benefits can’t be restricted to married representatives.

Types Of Parental Leave

Coming up next are the kinds of parental leave in the U.S.:

Neglected FMLA leave

Birthing and non-birthing guardians have a similar right to take neglected FMLA pass on to bond with an infant youngster.

A non-birthing guardian can likewise utilize FMLA pass-on to focus on their accomplice who is crippled because of pregnancy or labor.

More than half (56%) of the U.S. labor force is qualified for FMLA insurance. To be qualified to withdraw under the FMLA, a representative unquestionable necessity:

  • Be utilized for somewhere around a year at a similar organization before starting the leave;
  • Have worked at least 1,250 hours during that time (PTO and debilitated leave don’t count);
  • Work for an administration office or where a confidential manager includes no less than 50 individuals inside a 75-mile span.

Albeit the FMLA requires neglected leave, it permits you to utilize gathered paid excursion leave, paid debilitated or family leave for some or all of the FMLA leave period.

When paid leave is utilized for an FMLA-covered reason, the leave is FMLA-secured. To more readily grasp the points of interest of this regulation, contact your H.R. division or the U.S. Division of Work.

Paid family leave

As of May 2022, paid family leave programs are dynamic in California, Connecticut, Massachusetts, New Jersey, New York, Rhode Island, Washington, and the Locale of Columbia, while the projects in Oregon, Colorado, Maryland, and Delaware still can’t seem to come full circle.

These state programs are supported through representative and business-settled finance charges and are regularly ensured. Work safeguarded PTO to bond with a recently conceived, embraced, or cultivated youngster.

Clinical leave

A few states have a state-run maternity incapacity program that ensures six to about two months for recovery if you want to recover from Work and conveyance or Cesarean segment. This possibly applies when you can’t work for clinical reasons.

Additional leave time

Ten weeks is normal in the U.S. for maternity leave. However, you can haggle additional time.

Managers might permit you to take as the need might arise, either paid or neglected, so it’s smart to haggle as much time as you consider significant.

Taken care of time

Assuming you have PTO, you can use this during your maternity leave to expand it or guarantee that you keep getting compensated while on leave.

Taking care of time is regularly important for a standard advantages bundle, so check with your H.R. division to check whether you are qualified to be involved in PTO for part or all of your maternity leave.

Momentary handicap

Momentary handicap is an organization that offers benefits that a few representatives approach.

At the point when you pick into a momentary handicap, it’s run of the mill for a little part of your check to be deducted every month to take care of the expense of the program. When you are prepared to take your momentary handicap, you are taken care of.

This advantage can be utilized for pregnancy leave or surprising clinical inability. If your Work doesn’t offer a transient handicap, you can buy it straightforwardly from an insurance agency to guarantee it is taken care of in case of pregnancy or reception.

What Is The Process Of Filing The Policy?

The company should pay you your maternity benefit before your conveyance. 1 For this, you need to give your boss a composed notification to express your case for the maternity benefit. Given underneath is an agenda of data that ought to be in the notification:

  • You need to express that you won’t work for some other business during the ideal opportunity for which you have asserted the maternity benefit. 2
  • You can likewise name someone else who can get the payment for your sake. 2
  • If you are pregnant, the notification should express the date you will be missing from Work. This can’t be sooner than about a month and a half before the date of your normal conveyance.
  • You are expected to submit evidence that you are pregnant.


No matter what job a woman plays in her day-to-day existence, from a homemaker to a task individual, she has every one of the freedoms to focus on her period of pregnancy before anything else. That is why each lady and her family must know about such maternity benefits.

Likewise, for a business, aside from giving compulsory maternity benefits from the actual association, here’s a reasonable and superb exertion you can make for your female workers who are to-be moms to make their pregnancy much more gorgeous and safe, which might assist with encouraging them and efficiency.


What is a maternity leave policy?

A maternity leave policy is a set of guidelines and procedures that an employer has in place to support employees who are expecting a child.

It outlines the company’s approach to maternity leave, including how much time off employees are entitled to, what pay they will receive during their leave, and how they can go about applying for and returning from maternity leave.

How does maternity leave work in the UK?

In the UK, eligible employees are entitled to up to 52 weeks of maternity leave, with the first 26 weeks known as ordinary maternity leave and the remaining 26 weeks as additional maternity leave.

During this time, employees may be entitled to receive statutory maternity pay or contractual maternity pay, depending on the employer’s policy.

What are the legal requirements for a maternity leave policy in the UK?

Employers in the UK are legally required to provide eligible employees with a minimum of 52 weeks of maternity leave, as well as to provide them with the option of returning to the same job or a suitable alternative job after their leave.

Employers are also required to provide statutory maternity pay to eligible employees.

What are the benefits of having a maternity leave policy for employees and employers?

For employees, a maternity leave policy provides them with the security of knowing their job will be waiting for them when they return to work. It also helps to support their physical and mental wellbeing during what can be a challenging time.

For employers, a maternity leave policy can help to retain valuable employees, boost morale, and improve the company’s reputation as a family-friendly employer. It can also help to attract new talent by demonstrating the company’s commitment to supporting employees with families.

How long can an employee take maternity leave?

In the UK, eligible employees are entitled to up to 52 weeks of maternity leave, with the first 26 weeks known as ordinary maternity leave and the remaining 26 weeks as additional maternity leave.

The employee can choose to take some or all of this leave, with a minimum of two weeks being taken immediately after the birth.

Can an employee return to work before the end of their maternity leave?

Yes, an employee can choose to return to work before the end of their maternity leave period, but they must give their employer at least 8 weeks’ notice if they wish to do so.

They are also entitled to take up to 10 ‘keeping in touch’ (KIT) days during their leave, where they can attend work without affecting their entitlement to maternity pay.

How much pay are employees entitled to during maternity leave?

Eligible employees in the UK are entitled to receive statutory maternity pay for up to 39 weeks, which is paid at 90% of their average weekly earnings for the first 6 weeks, followed by £151.20 per week or 90% of their average weekly earnings (whichever is lower) for the remaining 33 weeks.

Some employers may also offer contractual maternity pay, which may be more generous than statutory maternity pay.

What are the options for shared parental leave?

Shared parental leave (SPL) allows eligible parents to share up to 50 weeks of leave and up to 37 weeks of pay following the birth or adoption of a child.

Parents can take the leave and pay in blocks, either at the same time or separately, and can also choose to take it in a more flexible way, by alternating periods of work and leave.

How can employers support employees during maternity leave and their return to work?

Employers can support employees during maternity leave by staying in touch with them, providing them with information and updates about what is happening in the workplace, and offering them opportunities to attend work-related events or training courses if they wish to do so.

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